Chicago Park Disrict Human Resources Policy and Procedures ...

. employees with a full-time temporary appointment in that grade. If fewer than all
employees in this group are to be laid off, the District, unless otherwise required by a
collective bargaining agreement, need not follow seniority in selecting the employees
who are to be laid off and may make that selection on the basis of such criteria as
promotes the efficiency of the service;
c. employees who have been appointed to a position of permanent employment but
have not yet completed their probationary period. If fewer than all employees within
this group are to be laid off, employees shall be laid off in reverse of the sequence in
which they were certified to the position, with the most recently certified being laid
off first;
d. employees who have acquired career service status in the grade by completing any
required probationary period, in reverse order of the sequence in which they are listed
on the seniority and reemployment list for that grade.
Section 5.
Notification of Order of Layoff. Upon receipt of the written
request for layoff, the Director of Human Resources shall determine whether any
employees in categories (c) and (d) are to be laid off, and if so, which employees are to
be laid off. The Director of Human Resources shall notify the appropriate administrative
official in writing of the required order of layoff of employees in these categories.
Section 6.
Execution of Layoffs. Upon receipt of the written notice from
the Director of Human Resources, the appropriate administrative official shall execute the
layoffs consistent with the order of layoff received from the Director of Human
Resources. The District shall notify in writing each affected employee of the layoff,
including its effective date and a brief statement of the reasons for the layoff. Unless
special circumstances make such notice impossible, the notification of layoff shall be
mailed or personally delivered to the affected employees at least ten days before the
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